THE IMPACT OF MOTIVATION ON STAFF OVERALL PERFORMANCE IN THE CIVIL SERVICE (A CASE STUDY ON MINISTRY OF EDUCATION - EBONYI)
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THE
IMPACT OF MOTIVATION ON STAFF OVERALL PERFORMANCE IN THE CIVIL SERVICE
(A
CASE STUDY ON MINISTRY OF EDUCATION - EBONYI)
ABSTRACT
The purpose of this study is determine
the effect of motivational modern on the impact of motivational model on the
impact of motivation on staff overall performance in ministry of education,
headquarters Ebonyi and their management efficiency.
To guide the study,
for research questions were formulated. A review of literature was done
to expose the researcher to what gas already been done to ensure ground based
for reviewing books journals, etc. A structure questionnaire were
developed and administered by the researcher to 120 respondents percentages
were used to analyze the research questions. Findings were made and
recommendations based on the finding were also made.
Also summary
discussion implications of the study, suggestions for the study, suggestions
for further research and the conclusion were highlight in the study.
TABLE OF CONTENT
CHAPTER
ONE:
INTRODUCTION
1.1
General Background to the subject matter
1.2
Problems associated with the subject matter
1.3
Problem that the study will be concerned with
1.4
The importance of studying the area
1.5
Definition of important terms
1.6
Chapter reference using APA method
CHAPTER TWO:
LITERATURE REVIEW
2.1
The origin of the subject area
2.2
The origin of the subject area
2.3
Schools of thought within the subject area
2.4
The school of thought relevant to the problem study
2.5
Different methods of studying the problem
2.6
References
CHAPTER
THREE:
CONCLUSION
3.1
Data presentation (High lights of the study
3.2
Analysis of the data
3.3
Recommendation
3.4
Conclusions
3.5
References
CHAPTER ONE
INTRODUCTION
GENERAL BACKGROUND TO
THE SUBJECT MATTER
Ideally, the task of administration is
to develop government workers who are able to tailor and utilize. The
resources in the working society to their own needs.
Motivations will always need the
timeliness, sensitivity and vision that any effective relationship with human
growth and individuality demands. A legal and seductive assumption is
that if working itself is well planned and efficient, motivation for what is
being done should Meaty and Micely come along as well (Deci; 1980) Vaigas
(1977) noted that when workers feel a strong need for what they are doing and
the programme is well planned and stimulating with adequate informational
feedback the easier the motivation to work increases. If this were not so
motivation would not be the epidemic concern, it is for managers.
Industry and business are filled with well designed, efficient programmes that
are not very motivate part of the problem is efficiency itself.
Motivation takes people to people skills and time like a good strategy is as an
investment. It pays dividends but often no immediately. Also,
because what motivates people is often beyond the inherent structure true of
the knowledge or skill they are performing, it means managers have to plan for
motivation in its own right, it cannot be rushed. The best way to see a
motivational strategy is as an investment. It pays dividends but often
not immediately. Also, because what motivates people is often beyond the
inherent structure true of the knowledge or skill they are performing, it means
managers have to plan for motivation in it’s own right, cannot be taken for
granted (Johnson and Johnson, 1982). The time continuing model of
motivation is an organizational and for motivation planning it is a systematic
structure for introducing or applying motivational strategies throughout a
working sequences (Sanders, 1981). Sanders described motivation as an
organizational and motivation planning is designing and organizing instruction
so that the development and enhancement of work motivation is an essential part
of it. He also stressed that the time continuum model of motivational
helps managers to programmatically combined a series of motivational strategies
from the beginning to the end of the work or project sequence so that a network
of motivational influences is formulated.
According to Wodkowskit (1989), the
main criterion for successful motivation planning, no matter what the
instructional plan may be is that each time phase (beginning, during and
ending) of the sequence of instruction for the particular project object
includes significance positive motivation influence on the worker. He
further listed out six basic basis questions for motivation planning as follows:
i.
What can I do to establish a positive working attitude for this programme?
ii.
How do I best meet the needs of my worker throughout this working sequence?
iii.
What about this working conditions that will stimulate my workers.
iv.
How is the effective experience and emotional climate for this programme
positive for workers?
v.
How does this working pattern increase or affect workers feeling of competence?
vi.
How does this working pattern provides for my workers?
Knoueles (1980) contended that where a
worker is motivated to work, they worker harder, learn more, have source of
enjoyment and achievement, and want to continuing working. A manager
working with motivated workers finds instruction move successful achieves
greater satisfaction and avoids burnout.
Based on the above, it is difficult to
understand whether ministry of Education Ebonyi is achieving its objective or
not. Moreover, issue of threats of retrenchment of workers has kept
workers in fear and the position of the ministry among the top ones in the
country has fallen and liquidity experience encountered this indicate some
strength and weakness efficient and different hence even salaries are delayed.
BRIEF HISTORICAL BACKGROUND (OF
MINISTRY OF EDUCATION)
We cannot talk about motivation of
staff in the civil service without taking about the ministries that integrated
to form the civil service. Ministry of education among other ministries,
could be said to be exceptional in the sense that it is purely associated with
acquiring and imparting knowledge and skills be it formal, non-formal or
informal it could be said to be the bedrock other employees and employers in
other ministries have passed through its one arm or another, in course of
acquiring knowledge, so it is a pivot on which other ministries revolves.
Education ministry is as old
civilization. This is because civilization started with exhibiting extra
knowledge to better conditions of living, narrowed down to Nigeria “the
ministry of Education Ebonyi could be seem to be as old as the advert of
the Europeans or colonial masters” (Fafunwa A.B. 1974). They brought the
idea of acquiring and imparting knowledge formally and established a ministry
to be solely in charge. It came to limelight when the country was
operating under the regional system, where we had Directorate of Education to
three and later four regions of the country. This later metamorphosed to
mysteries in 1967 with 12 states in the country.
1.2
PROBLEMS ASSOCIATED WITH THE SUBJECT MATTER
i.
It appears that the resources for serious operation for motivating staff in
ministry of education are inadequate.
ii.
There are the problems of motivating planning that liquidate and late payment
of salaries occurs.
iii.
There is problem of threat for retrenchment of workers.
iv.
The problem of running the ministry by the management consultants.
1.3
PROBLEM THAT THE STUDY WILL BE CONCERNED WITH
i.
To ascertain to what extent human and non-human resources are adequate for
serious operation of the ministry.
ii.
To determine how problem of motivation planning leads to liquidity and late
payment of salaries.
iii.
To find out the course of threats of retrenchment to workers.
iv.
To determine the problem of running the ministry with a team of management
consultants.
1.4
THE IMPORTANCE OF STUDYING THE AREA
The scope of this study is ministry of Education,
Ebonyi made up of twelve department.
1.5
DEFINITION OF IMPORTANT TERMS
Having seen the dimension of this work,
it is believed that suggests from this:
i.
Study would help to search for the solutions to the problems facing the civil
servants in Nigeria.
ii.
It would help the researcher to find way and means.
iii.
It would enable the researcher to determine the effect of these motivating
factors on performance or productivity.
iv.
With the finding it will help us to mate projections and prediction with
greater precision concerning the attitude of civil servant to their work.
v.
Management, administrators, directors and policy formulators will gain a lot if
they are aware of those factors that spur or inhibit their workers or employees
to or from greater performance and productivities.
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